Employee Engagement is an approach to encourage recruits of a company and boost their sense of belongingness within the organization so that they are committed to contributing towards the common goals and values to ensure business success. Employee engagement, however, does not necessarily reflect employee happiness or employee satisfaction but a collective term to portray an employee’s emotional dedication towards his/her workplace.
From the employer’s standpoint, employee engagement is the means to achieve greater productivity and gain overall business success. Management theory patrons believe that when employees feel sensitized toward their workplaces, they are more likely to travel the extra mile and execute tasks with their utmost ability. With a loyal faction of employees, an organization would have lesser absentee rate, low conflicts, and grievances, reduced error in work and drastically increased output.
The facet of employee engagement also includes the job that an employee is entitled to do. For example, if an employee is not inspired by the job description, she would not take pride in exerting additional pressure to deliver excellence.
Strategizing effectual engagement policies are not an easy feat. The perfunctory approach of manipulating an employee and making him commit to the company’s obligation can never qualify to connect the employee emotionally. By providing opportunities for growth, one can engage employees to amply use their skills and stretch them more to rise up the ladder.
Offering training and advancing opportunities to help the growth process of the employees are one of the popular initiatives seen among companies. Letting an employee contribute to important business decisions taken by the company also makes them feel superior and wanted. It is the manager or senior management’s responsibility to constantly recognize the contributions of the employees and reward them to foster a positive work environment.
See also: Five ways to Improve Employee Engagement
There are two major factors determining employee engagement.One is engagement with the entire organization and second is engagement with the direct supervisors.Typically, companies rely on surveys to measure employee engagement.
However, with the new age IT innovations, many organizations use people analytics to determine the employee behavior and engagement in a company. The metrics track all essential data of an employee from checking its mails to teamwork and over-time work done. These data are processed to understand how an employee feels about the workplace and the responsibilities assigned to them.
Checking past and present anonymous employee reviews, and conducting an employee engagement survey is also an informal way to assess the employee’s sentiments toward the company. The remarks can provide the company with valuable insights of the inadequacies that lie within the organization and needs to be redressed. Today, numerous companies provide solutions and services tailored to the unique employee engagement needs of the organizations.
White Paper By: BakkerElkhuizen
Today’s office employees are faced with the pressure of having to do increasingly more during their workday. At the same time, they are assuming more responsibilities that require more of their problem-solving and creative capabilities. Recovery is very important for pro athletes, but what does this mean for office employees? This whitepaper focuses on practical ways that...
White Paper By: BigDog HR
When employees are fully engaged with the company and where it is going, they are more likely to stay and their performance will continue to improve. As is often the case, employees and employers can have different views of company initiatives like learning. While companies see it as a great opportunity, it’s possible that your employees may see it as a negative. When not met with a...
White Paper By: Quantum Workplace
In order to effectively measure employee engagement, you need to analyze your current employee data to ensure in-depth results? Are you asking the right questions? Is your survey date optimal for employee participation? Your organization’s engagement won’t improve if you don’t do something about it. It’s time to take action. Gather employee feedback,...
White Paper By: AltaFlux
Human resources departments are not being spared in the revolutionary change of the digital age, and for savvy leaders, this creates a ripe opportunity to transition from a support function to a business partner. HR leaders have the ability to shift their positions in organizations from that of a tactical support function to a dynamic and critical business partner. This whitepaper...
White Paper By: ACCESS
With increasing awareness of the security and governance risks posed by physical HR files, companies are looking for ways to efficiently convert all of their existing paper records into digital documents, in order to start down a new path that’s exclusively digital. There are no upfront capital expenditures for equipment and technology licenses, and there is no delay for provisioning the...